Sentences with phrase «people assessing candidates»

→ Smartphones and PDAs — many people assessing candidates through their career documents are doing so on very small screens.

People assessing candidates like you gravitate toward those who stand out the most online.

Because strategic resume writing is always changing to meet the needs of people assessing candidates, it's a good idea to take a look at up - to - date samples by top resume writers to get a handle on new trends in formatting and how to pull a good one together.

During the interview process, most people assess a candidate's technical ability to do the job and clarify aspects from the CV.

Not exact matches

Clearly exhibiting a desire to smear the candidates and parties concerned, these pejorative labels represent a gross interference with the independence of voters to assess the character of the persons and entities coming before them.

Meanwhile, three Republican presidential candidates have the chance to become the second - youngest commander - in - chief ever elected: Ted Cruz Dating is a stage of romantic relationships in humans whereby two people meet socially with the aim of each assessing the other's suitability as a

Teachers will perform a full range of duties, including but not limited to: + Preparing / implementing lesson plans that lead to student mastery of curriculum content, including English Language Development + Developing / implementing integrated curriculum units, differentiating and scaffolding as needed + Regularly assessing student progress to refine instruction and meet student needs + Participating regularly in professional development opportunities and collaborative meetings + Communicating frequently with students, students» families, colleagues and other stakeholders + Working closely with children and their families to promote personal growth and success + Maintaining regular, punctual attendance Applicants who possess the following skills will make the strongest candidates: + California Teaching Credential or equivalent, meeting all NCLB «highly qualified» standards + Social Science credential + CLAD / BCLAD certification (Spanish) + Demonstrated ability to implement varied classroom instructional strategies + Educational vision for and experience with low - income and / or minority students + Demonstrated track record with English language learners + Commitment to preserving the cultural heritage of students + Passion for working with children and their families + Bilingual (Spanish / English) To apply please send resume and letter of interest to: https://careers-caminonuevo.icims.com For more information www.caminonuevo.org and www.pueblonuevo.org * Camino Nuevo Charter Academy intends that all qualified persons shall have equal opportunities for employment and promotion.

Unfortunately, for otherwise qualified candidates, FICO Score's are fast becoming an increasingly important benchmark in assessing a persons candidacy for a new job.

Despite this, no in - house lawyer should be hired without references from a person capable of assessing the lawyer's legal skills and lawyers who have worked with the candidate are the best source.

There was once a time when candidates for a job were assessed simply on whether they were the right person for the job, whether they would fit well into the team and whether they were suited to the company's culture.

Mixing it up well with Personal SEO and personal branding will help you do a better job of capturing the attention of people who may be reviewing mountains of content when assessing candidates.

People assessing executive candidates don't have the time or inclination to ponder whether you have the goods to deliver in that job.

These kinds of resumes can be boring to write, but even more boring to read for the people tasked with assessing perhaps hundreds of potential candidates at any one time.

They don't seem to realize that LinkedIn is a primary destination for people who are sourcing and assessing good - fit job candidates and people to do business with.

People assessing you, like executive recruiters and hiring professionals, Google the names of all potential candidates, before reaching out to them.

Before you can set up your blog, you'll need to write some content — several blog posts and a few blog pages — especially your «About» page (or biography), where people assessing you as a potential candidate can find out whether you're a good fit for their needs.

The various people who will be assessing you as a candidate want to find diverse information about you online.

Since so many qualified candidates DO have fully - fleshed out, keyword - rich LinkedIn profiles but not much else online, how much better do you think you'll look, if search results for «your name» bring up several more web pages with added information that will be useful to people assessing you?

These tricks are ineffectual now that personal information exists about each of us online (whether or not we've put it there), and people sourcing and assessing job seekers are Googling potential candidates» names before reaching out to them.

You are being Googled by people assessing your fit as a candidate.

This is perfectly acceptable practice, since the person receiving and reviewing these documents will most likely only be assessing a small number of candidates, and will be interested in gaining deeper insight before deciding who to interview.

The Role: • Contacting employers, sometimes in person but, more likely, by telephone and often cold - calling, to establish their precise recruitment requirements for vacancies • Negotiating and agreeing the terms and conditions relating to the assignment • Searching database and temp contractor & # 34hot lists & # 34 with a view to finding and placing available and suitable candidates with clients in the shortest timeframe possible • Reviewing applications, interviewing and assessing candidates and short - listing for interview according to the employer's expressed criteria within tight timeframes and to strict deadlines • Making arrangements for candidates to be interviewed and preparing the candidates for interview if this is required by client You'll have: • A strong understanding of the healthcare / medical sector, particularly within temporary, contract, and locums • A proven track record of working as a 360 Recruiter • Proven ability to build & develop client relationships • Accomplished in sourcing passive candidates who are not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results • What we give you in return: Are you the right person for the job?

Employers will want to ask interview questions to assess a candidate's decision - making expertise for almost every job, but especially jobs that involve leading people.

THE ROLE * Trainee recruitment consultant role based near Cannon Street / Bank Station * Regular training given to aid progression to Senior levels * New business development (telephone based sales) * Interviewing and assessing candidates * Developing and nurturing your own clients and accounts THE PERSON * Keen to start your career in recruitment as a trainee consultant * Wants to work in a dynamic London environment * Goal focused and ambitious, wants progression and exceptional rewards * 5 GCSE's (A-C) minimum education level * Living commutable to the City of London (EC2N 2AT) Apply now or call Issy Mehmet on 0203 411 4199 for immediate consideration.

THE ROLE * Trainee recruitment consultant role based in the centre of London * Regular training and support given * Building a network within your sector and creating relationships * Sourcing, searching and selecting candidates using job boards, Linkedin and our CRM system * CV stripping * Head hunting * Interviewing and assessing candidates THE PERSON * Keen to start your career as a recruitment consultant * Wants to work in a dynamic London office * Goal focused and ambitious * Looking for progression and exceptional rewards Email your CV for consideration, alternatively call Mehnaz Khan on 07984 738 434 Please visit our Cloud International website to view other positions we are currently handling.

Live agent inbound and outbound contact centre services Responsibilities: • Day to day management of the recruitment department • To work closely with the operational management teams to identify all recruitment needs for the contact centre • Continuously source cost effective methods of recruitment and to maintain a healthy recruitment pipeline which matches the business needs • To drive direct recruitment channels for cost effective recruitment • To own and administer effective assessment centres for the recruitment of potential new starters • To compile starters list for all projects and ensure they are sent out accurately and on time and that the required HR paperwork is completed • Maintenance of the recruitment notice boards including generating posters and appropriate communications • Looking at different ways to attract and assess talent, such as organising and attending recruitment / assessment events • Producing weekly and monthly reports for senior management • Highlighting any recruitment issues or concerns to the operations team • Administering payroll and maintaining employee records • Administer and process timesheets weekly and monthly basis • Dealing with grievances and implementing disciplinary procedures • Interpreting and advising on employment law Person Specification: • At least 2 years in - house recruitment background within an outsourced contact centre • Interpersonal skills to form effective working relationships with people at all levels • The ability to influence, question & listen • Ability to work to tight deadlines and work well under pressure • Flexible, positive with a can do attitude • Excellent communication skills both written and spoken Working hours: Monday to Friday 9 - 6 pm Due to a very high number of applications we are unable to come back to every candidate with feedback.

Our recruitment experts meet in - person with selected candidates to assess the qualifications for the specific position.

nothing of value to people assessing him as a candidate.

More often than not, they trust a panel interview because there are more people assessing that candidate.

Understand that these people are overloaded and have very little time to assess each candidate.

Recruiters and hiring decision makers are busy people, often overwhelmed with candidates and materials to assess.

The talent, education and experience of a person with a PhD in computer engineering and 16 years of design experience at top firms is impressive, but the candidate isn't going to be assessed in isolation.

The Company Multi sector specialist recruitment firm Offices in all major UK cities Blue chip client base Organic growth policy Trainee Recruitment Consultant development scheme Multi award winners Remuneration & Benefits: Basic Salary # 20k Uncapped bonus scheme Trainee Recruitment Consultant Training Programme 3 Holiday Incentives per year Car Scheme Incentives Meritocratic Culture The Candidate Graduate (min 2.2 in any subject) Commercially aware with a strong desire to succeed in the recruitment industry Excellent communication skills both written and verbal Good listening skills Positive personality, confident and a real people person Ambitious Organised and goal orientated Previous sales experience is a slight advantage but not necessary The role of a Trainee Recruitment Consultant Sales and business development Negotiate terms of business and offers of employment Recruitment of skilled candidates - Assess skills & qualities Coach candidates for interviews Attend client meeting Manage existing client accounts Apply!

To select 8 people for a group one tends to have to assess 2 - 3 times that number to find enough appropriate candidates.

Most Boards of Ministry and seminaries require potential candidates for the ministry to be assessed, in order to develop a fuller picture of the individual's strengths and areas of growth and how these might affect the person's life in ministry.